1000 GUIDING PRINCIPLES

1001 MISSION STATEMENT

A. Policy

It is the policy of the Lakewood Police Department to ensure the policies and procedures written in this manual, and the actions of its members are consistent with the mission

and values of this agency.

B. Procedure

1. Mission

“The men and women of the Lakewood Police Department will protect and serve

with integrity, intelligence, and initiative. Working with our community, we will bring to justice those who commit crime and cause disorder in our city.”

2. In order to carry out that mission, the department will:

a. Engage in crime prevention and public education activities.

b. Engage in crime interdiction and suppression by various means with emphasis on patrol services.

c. Implement a philosophy of community oriented problem solving in which citizens are equal partners in the crime prevention effort.

d. Provide efficient and courteous services to the public in non-criminal

matters, including traffic movement, resolution of non-criminal disputes,

and emergency assistance as needed.

1002 CORE VALUES THAT GUIDE OUR ACTIONS

A. Policy

From our mission flows a set of values that lay the framework for the ethical standards applied to policing in the City of Lakewood. These procedures are set forth as examples

of activities and practices that the department feels are important to the successful completion of our mission. They are not all inclusive.

1. Excellence in Service

We will provide a level of service that exceeds the expectations of

citizens, other agencies, and our co-workers.

We reject complacency, and are dedicated to continually pursuing the

highest levels of knowledge, skill, and expertise.

We will endeavor to make the right decisions for the right reasons and

ensure that our actions match our words.

We will fight crime while winning trust, without bias, brutality, or

corruption.

We recognize the inherent hazards in our profession and will not hesitate

to step forward and protect those who cannot protect themselves.

We believe in placing duty before self.

2. Pride and Professionalism

We are proud of our profession and are dedicated and committed to our

career as peacekeepers and enforcers of the law.

We will act with honor, both on- and off-duty so as not to bring discredit

upon our agency or ourselves.

We will diligently serve with the courage necessary to meet the demands

of our profession and the mission for which we are entrusted.

3. Personal Accountability

We proudly pledge to fulfill our mission to our community, our

department, and each other.

We must have the courage to stand up for what we believe is right,

admit when we are wrong, and accept the consequences for our actions.

We will confront danger, fear, or difficulty with resolve and bravery.

In both our personal and professional lives, we will never violate the

laws we have been entrusted to enforce upon others.

1003 DEPARTMENT GOALS AND OBJECTIVES

A. Policy

The purpose of this policy is to establish a formal management process for

implementation of the Department’s Mission Statement. It is the policy of this department to develop, implement, receive and evaluate goals consistent with the

Mission Statement of the Police Department and the City of Lakewood.

B. Procedure

1. Definitions:

a. Goal: Any activity that supports the department’s mission, activities, which indicate leadership, ethics, attitude, development and services.

b. Outcome: The result of actions taken to accomplish the objective in a designated time period.

c. Plan: Documented identification of methods to achieve desirable goals

or conditions. 2. Goals, expectations, activities and results (previous year) will be completed

annually as part of the budget process. The Police Administrative Coordinator will publish the timeline, and Division Chief’s shall coordinate this process with their

Budget Coordinators and submit the required documentation to Planning and

Analysis.

a. Planning & Analysis will ensure distribution of department goals and objectives to all personnel.

3. Annually, the Management Staff will meet to conduct exercises facilitating

courses of action for carrying out the department’s mission.

4. A Strategic Plan will be developed for long-term goals and objectives, and the

allocation of resources including anticipated capital improvements and equipment needs necessary for carrying out the plan.

a. Data will be presented on internal and external factors and conditions, both current and anticipated that may impact strategy development.

b. Each Division will complete a workload assessment by Section and/or

Unit once every four years.

c. The Strategic Plan will be reviewed at Management Staff meetings and

updated quarterly to evaluate progress, implementation and revision of the plan.

1004 POLICE ACCREDITATION

A. Policy

The Lakewood Police Department is committed to providing the best possible police service to its citizens. The Commission on Accreditation for Law Enforcement Agencies

(CALEA) has developed professional standards of performance designed to assist the organization with this goal. The Lakewood Police Department endorses and meets these

professionally recognized standards, which are consistent with its mission and

responsibilities. It is the policy of this department to maintain a system that ensures those periodic reports, reviews and other activities mandated by law enforcement

accreditation standards are accomplished and that all members are familiar with and support the accreditation process.

B. Procedures

1. General -- Maintenance of accreditation is a shared responsibility throughout the department. All personnel will participate in the accreditation process directly or

indirectly by submitting the appropriate administrative reports and conducting

inspections as they are required, and ensuring that all related documentation is forwarded to the Planning and Analysis Section.

2. Accreditation Manager --The ultimate responsibility for facilitating and

coordinating the agency’s compliance with CALEA standards lies with the Accreditation Manager. It is the responsibility of all employees to assist the

Accreditation Manager with this process.

a. The Accreditation Manager shall receive specialized accreditation

manager training within one year of being appointed. This training can be acquired at a CALEA conference, or the Rocky Mountain Accreditation

Network.

b. The Accreditation Manager shall facilitate any meetings applicable to accreditation and reporting requirements.

c. The Accreditation Manager shall provide a listing of all required reports, reviews and other activities needed to document compliance in

accordance with Chapter 3424 of the department manual.

3. Accreditation Representation

a. A representative of from each Section of the Department will be notified

to assist with required reports. The Accreditation Manager will be responsible for working with these representatives, and/or through the

chain of command if necessary.

b. Representatives shall forward to the Accreditation Manager proofs of

compliance as required.

4. Training

a. Familiarization with the accreditation process is provided to all agency

employees as follows:

1. newly hired personnel within 30 days after appointment;

2. prior to an on-site assessment associated with re-accreditation.

1005 FUNCTIONAL COMMUNICATION

A. Policy

Coordination of departmental activities demands communication within and between

each organizational function. All department components are encouraged to exchange information, provide cooperation and support, and coordinate their activities with each

other. Functional communication is accomplished through personal contact, correspondence, staff meetings, bulletins, intra-unit attendance at roll calls, and mutual

assistance.

1012 THE LAW ENFORCEMENT CODE OF ETHICS IS ADOPTED AS A GENERAL STANDARD OF

CONDUCT FOR OFFICERS OF THE DEPARTMENT

Code of Ethics

As a law enforcement officer, my fundamental duty is to serve the community; to safeguard

lives and property; to protect the innocent against deception, the weak against oppression or intimidation, and the peaceful against violence or disorder; and to respect the constitutional

rights of all to liberty; equality and justice.

I will behave in a manner that does not bring discredit to my agency or me. I will maintain courageous calm in the face of danger, scorn, or ridicule; develop self-restraint; and be

constantly mindful of the welfare of others. Honest in thought and deed in both my personal and

professional life, I will be exemplary in obeying the laws and the regulations of my department. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity

will be kept ever secret, unless revelation is necessary in the performance of my duty.

I will never act officiously or permit personal feelings, prejudices, political beliefs, aspirations,

animosities or friendships to influence my decisions. With no compromise for crime and the relentless prosecution of criminals, I will enforce the law courteously and appropriately without

fear or favor, malice or ill will, never employing unnecessary force or violence and never accepting gratuities.

I recognize the badge of my office as a symbol of public faith, and I accept it as a public trust

to be held so long as I am true to the ethics of the police service.

I will never engage in acts of corruption or bribery, nor will I condone such acts by other police officers. I will cooperate with all legally authorized agencies and their representatives in the

pursuit of justice.

I know that I alone am responsible for my own standard of professional performance and will

take every reasonable opportunity to enhance and improve my level of knowledge and competence. I will constantly strive to achieve these objectives and ideals, dedicating myself to

my chosen profession … law enforcement.

Non-Sworn Employee Code of Ethics

I acknowledge respect for human life, recognizing diversity among the members of the community and

department I serve. I will exhibit honesty and integrity through ethical behavior. I will be obedient to the laws of the City of Lakewood, the State of Colorado and the United States of America. I will not, in the

performance of my duty, work for personal advantage or profit.

I will, at all times, recognize that I am a public servant, and that ultimately I am responsible to the public.

I will give the most efficient, impartial and courteous service of which I am capable at all times.

I will regard my fellow employees with the same standards as I maintain for myself. I will accept responsibility for my actions. I will do only those things that will reflect honor on my fellow employees,

my supervisors, my agency and myself.

1013 EMPLOYEE CODE OF CONDUCT

Police department employees are the most conspicuous representatives of government.

An employee's conduct is closely scrutinized, and when his or her actions are found to be excessive, unwarranted, or unjustified, they are criticized far more severely than

comparable conduct of persons in other walks of life.

When employees are faced with a decision which poses an ethical dilemma, the person

should consider, either alone or in consultation with their supervisor, or an adviser (i.e. Peer, Employee Assistance Program, etc.), the following questions to give clarity about

what is the best and proper action:

Is the decision or conduct legal and consistent with government policy?

Does the decision or conduct conform to the Department’s policies and

procedures, as well as Code of Conduct and Ethics?

What will be the possible outcomes be for yourself, your fellow staff, the

Police Department, other people and the community itself? Do you have a conflict of interest in making this decision and could it lead to

private gain?

Can the decision or conduct be justified in terms of the public interest and

would it withstand public scrutiny?

Conduct and ethical decisions and actions can often be guided by putting the community

interest first, then the Department, and last, yourself. Subsequently, employees can ask themselves:

How would my community judge my actions if they became known?

How would my Department judge my actions if they became known?

How would I benefit from the decision as compared to the community and

Department?

1014 ABSENCE FROM DUTY

Employees shall not be absent from duty without permission from their supervisor or

designee. In the event of illness or injury, notification is necessary prior to the time designated for reporting for duty and may be made by telephone or by written report. If

extenuating circumstances make timely notification impossible, notification within a

reasonable time is necessary.

1015 ABUSE OF POSITION

Employees shall not use their official position, official identification cards, or badges for the

following:

personal or financial gain

obtaining privileges not otherwise available to them except in the performance of duty

avoiding consequences of illegal acts

Employees are prohibited from using information gained through their position as law

enforcement employees to improve their financial position or to advance the private

interests of themselves or others.

Employees shall not lend to another person their identification cards or badges or permit them to be photographed or reproduced without the approval of the Chief of Police.

Employees shall not authorize the use of their names, photographs, or official titles, which identify them as employees in connection with testimonials or advertisements of any commodity

or commercial enterprise, without the approval of the Chief of Police.

Employees shall not place or allow photographs or depictions of themselves dressed in uniform, and/or displaying official identification and badges, on Internet sites such as “My Space,” or “You

Tube,” etc., for any reason, without the approval of the Chief of Police.

1016 ALCOHOLIC BEVERAGES AND DRUGS IN POLICE INSTALLATIONS

Employees shall not consume or store in any police facility, in any police property whether

owned, rented, or leased, or in any police vehicle, without the permission of the Chief of Police or a Division Chief, any alcoholic beverages or controlled substances (except when lawfully

prescribed in the treatment of the employee) except when they are held as evidence or as seized property.

1017 ALTERING INFORMATION ON OFFICIAL DOCUMENTS

No employee shall unnecessarily change, alter, or otherwise distort the information on any traffic

or citation or any other official document, written or issued by himself or another member of the department.

1018 ARREST, SEARCH, AND SEIZURE

Employees shall not make any arrest, search, or seizure, which they know or should know, is not

in accordance with law and Departmental procedures. Employees shall not knowingly violate anyone’s constitutional rights.

1019 ASSOCIATIONS

Employees shall avoid regular or continuous associations or dealings with persons whom they

know, or should know, are persons under criminal investigation or indictment, or who have a

reputation in the community or the Department for present involvement in felonious or criminal behavior, except as necessary to the performance of official duties, or where unavoidable

because of other personal relationships of the employee.

Employees shall not knowingly join or participate in any organization that advocates, incites or

supports criminal acts, criminal conspiracies, or hate crime activities.

1020 COMMAND RESPONSIBILITY

A commander has responsibility and accountability for every aspect of his command. Commensurately, within policy guidelines and legal constraints, he has the authority to

coordinate and direct assigned personnel and other allocated resources in achieving

organizational objectives. He has responsibility for maintaining all agency-owned property assigned to his division in a state of operational readiness. In so doing, he must perform the full

range of administrative functions, relying upon policy, direction, training, and personal initiative to guide him and his command in achieving the highest level of performance possible.

1021 CONDUCT TOWARD CO-WORKERS

Employees shall conduct themselves in a manner that will foster cooperation among members of

this agency, showing respect, courtesy, and professionalism in their interactions with each other. Employees shall not engage in acts of “horseplay” which involve the potential for risk of injury to

the employee, other employees, other persons, or damage to property.

Employees shall not use language or engage in actions that demean, harass, or intimidate coworkers.

1022 CONDUCT UNBECOMING

Employees shall conduct themselves at all times, both on and off duty, in such a manner as not

to discredit the Department. Unbecoming conduct shall include that which brings the Department

into disrepute, or impairs the operation or efficiency of the Department.

1023 CONFLICTING OR ILLEGAL ORDERS

Employees who are given an otherwise proper order, which is in conflict with a previous order, rule, regulation, or directive, shall respectfully inform the supervisor issuing the order of the

conflict. If the supervisor issuing the order does not alter or retract the conflicting order, the order shall stand. Under these circumstances the responsibility for the conflict shall be upon the

supervisor. Employees shall obey the conflicting order and shall not be held responsible for disobedience of the order, rule, regulation, or directive previously issued.

Employees shall not obey any order which they know or should know would require them to commit an illegal act. If in doubt as to the legality of an order, employees shall request the

issuing employee to clarify the order or to confer with a higher authority.

1024 CONFORMANCE TO LAWS

Employees shall obey all laws of the United States and of any state and local jurisdiction in which the employees are present.

A conviction of the violation of any law shall be prima facie evidence of a violation of this section. Lack of a criminal complaint or an acquittal of a violation of law shall not

preclude internal administrative disciplinary action.

1025 COOPERATION WITH INVESTIGATIONS REQUIRED

Employees must cooperate in internal investigations of alleged misconduct, illegal activity or policy violations. Failure to answer questions or submit to proper investigative techniques

constitutes insubordination.

1026 COOPERATION WITH OTHER OFFICERS AND AGENCIES

Employees shall cooperate with all legally authorized agencies and their representatives in the pursuit of justice.

1027 COURTESY

Employees, when dealing with the public and each other shall be patient, courteous, and

respectful. They will not engage in argumentative discussions even in the face of extreme

provocation. In the performance of their duties, employees shall not use coarse, violent, profane, vulgar, sarcastic, or insolent language or gestures, and will not express any prejudice, hostility or

bias concerning race, religion, politics, national origin, gender, sexual orientation, social background, or similar personal characteristics.

1028 DISREGUARD FOR SAFETY

Employees shall not, by specific action or omission, create a situation of unnecessary risk of

injury to themselves, other members of the department, or to any other person.

1029 DISSIMENATION OF INFORMATION

Members of the public have a right to security and privacy, and information obtained about them

must not be improperly divulged. Employees shall treat the official business of the Department as confidential. Information regarding official business shall be disseminated only to those for whom

it is intended, in accordance with law and established Departmental procedures. Employees shall

not divulge the identity of persons giving confidential information except as authorized by proper authority.

1030 EQUALITY OF ENFORCEMENT

As employees of a City within a large metropolitan area, the department contacts people of

diverse ethnic and sociological backgrounds. Obviously all people within the city, whether transient or resident and regardless of background, have in common the need for the protection,

which is afforded by fair and impartial law enforcement.

Additionally, as a person moves throughout the city, he must be able to expect a similar police

response to his behavior wherever it occurs. Where the law is not evenly enforced, there follows a reduction in respect for the law and a resistance to its enforcement.

1031 EXCESSIVE USE OF FORCE

Employees shall not use more force in any situation than is objectively reasonable under the circumstances. Employees shall use force in accordance with law and Departmental procedures.

While the use of force is occasionally unavoidable, every police agent shall refrain from applying the unnecessary infliction of pain or suffering and shall never engage in cruel, degrading, or

inhuman treatment of any person.

1032 FAILURE TO SUPERVISE

Any employee charged with supervising any other person or persons subject to these Rules and Regulations, and willfully or through neglect, fails to insure compliance by such subordinates with

all Federal, State and City Ordinances and laws, the provisions of the Policies and Procedures of

this Department applicable to such subordinate.

1033 FICTITIOUS ILLNESS OR INJURY REPORTS

Employees shall not feign illness or injury, falsely report themselves ill or injured, or

otherwise deceive or attempt to deceive the Department as to the condition of

their health.

1034 GRATUITIES

Employees shall avoid any conduct that might compromise their integrity and thus undercut

public confidence in the department. Employees shall refuse to accept goods or services that could be interpreted as seeking to cause the employee to refrain from performing official

responsibilities honestly and within the law. Employees shall not receive private or special advantage from their official status.

a. Individual employees shall not accept gratuities. Gratuities are defined as money, discounts, rewards, gifts, presents, or services given to police employees as a result of

their employment with the police department. Discounts, special rates, free merchandise or services offered by merchants or other businesses, to various groups, as promotional

advertisements or incentives are not considered to be gratuities. Employees will not accept individual discounts, gifts or rewards; as a result of their employment by the

department unless the activity is part of a broad marketing campaign offered to other

comprehensive groups, all City employees or is part of a recognized department activity. Examples may include: department awards program, discounts at City facilities, limited

promotional discounts for all police, fire or City employees at a retail establishment, etc.

b. At the discretion of command staff, any gifts, rewards, or gratuities given to the

department or any member thereof, whether the giver is known or unknown may be given to a charitable organization, a "needy" group or a "needy" person in the name of

the giver, if known. Donations directed toward improving the safety of the community or quality of life, improving the employee work environment, or providing resources for

enhancing partnerships important to community policing may, at the discretion of command staff, be accepted.

c. Employees may solicit gifts on behalf of a police, civic, or other non-profit or tax exempt organization so long as such solicitation is intended to promote the mission of the

organization and does not create any expectation of receipt of special service or favor from the police department or its employees. Examples include: donations made for

annual professional conferences, support for charitable activities such as Special

Olympics, LPEAF, the PAL, or the Law Enforcement Explorer Post and others.

d. No member of the department, while representing himself or herself, officially or unofficially, as a member of this department, or as a function of his employment, shall

offer or give gifts, gratuities, or special privileges to any other person or agency in expectation of special benefit to himself or the department.

e. Guns or other equipment commonly used by sworn employees, which are offered to all sworn employees at discount prices by retailers or wholesalers are not considered to be

gratuities if they are not solicited.

1035 HARASSMENT

The Police Department and the City prohibits harassment or sexual harassment against anyone or perpetrated by anyone, including, but not limited to, applicants, employees, volunteers, and

supervisors, based on that person’s race, color, national origin, sex, sexual orientation, religion, disability, age, military, veteran, or marital status. Harassment-related behavior includes not only

physical force, but also verbal and/or abusive behavior, including, but not limited to, intimidating,

menacing, tampering, stalking, erratic, explosive, raging behavior, comments threatening violence, horseplay. Any employee who believes he or she has been the subject of unlawful harassment

should report the alleged act immediately to his/her immediate supervisor or Department Director or his/her designee, or the Department of Employee Relations.

1036 INSUBORDINATION

Employees shall not be insubordinate. Insubordination includes acting in a disrespectful manner

towards a supervisor, being openly defiant, or refusing to obey any lawful order or directive of a supervisor in a timely and satisfactory manner. This includes orders and directives relay from a

supervisor through an officer of the same or lesser rank or a civilian subordinate.

1037 INTEGRITY

The public demands that the integrity of its law enforcement personnel be above reproach.

Departmental employees shall scrupulously avoid any conduct, which might compromise the integrity of themselves, their fellow employees, or the department, and have the obligation to

report the dishonesty of others. Ethics training will be conducted for all personnel at a minimum of biennially.

1038 INTERVENTION

Employees shall not knowingly interfere with Departmental functions being handled by other

employees of the Department or any other governmental agency unless:

ordered to intervene by a supervisor

the intervening employee reasonably believes that a manifest injustice would result from a

failure to take action.

Employees shall not undertake any investigation or other official action that is not part of their

regular duties without obtaining permission from a supervisor unless the exigencies of the situation require immediate action.

1039 INTOXICANTS

Except as necessary in the performance of an official assignment, the consumption of

intoxicants shall be prohibited while an employee is on duty.

An employee shall not consume intoxicants to such a degree that it impairs his

on-duty performance.

The odor of an alcoholic beverage on the breath of an on-duty employee shall be

prohibited except when it is the result of the performance of an official assignment.

An employee shall not operate a motor vehicle if his ability to do so is impaired by

the consumption of an alcoholic beverage.

An employee shall not consume intoxicants for a period of 8 hours before going on

duty.

Employees, while off duty, shall refrain from consuming intoxicating beverages to the extent that

it results in behavior, which discredits the Department, or renders the employee unfit to report

for the next regular tour of duty.

An off-duty employee, while serving in an official "on-call" capacity, shall not consume

intoxicants.

An off-duty employee, who is called to respond to duty status, shall be required to notify

the caller or their supervisor of any condition, such as use of intoxicants or medications, which would be in conflict with the above listed on-duty rules and prevent their response.

1040 LEAVING DUTY POST

Employees shall not leave their assigned duty post during a tour of duty except

when authorized by proper authority or when necessary to perform immediate police

functions.

1041 LOYALTY

Agents must be faithful to their oath of office. All employees must adhere to principles of

professional police service, and the objectives of the department. The discharge of their duties must not allow personal motives to govern their decisions and conduct.

1042 NEGLECT OF DUTY

'Neglect of Duty' is defined as 'Where an employee fails to carry out all or part of the duty

required of him/her, carelessly or intentionally fails to exercise due diligence in the performance

of official duty; failing to discharge all or part of one’s duty or to take appropriate action. It includes, but is not limited to not taking appropriate action, failing to investigate a case properly,

and failing to complete a report.

1043 OPERATING VEHICLES

Employees shall operate official vehicles in a careful and prudent manner, and shall obey all laws and all Departmental orders pertaining to such operation.

1044 PERSONAL APPEARANCE IN COURT

Employees appearing in court as witnesses or for any other reason shall appear in the regulation

uniform or acceptable business attire for females and with dress shirt and tie for males.

1045 POLITICAL ACTIVITY

An employee shall not use the influence of his/her position with the Department for political

purposes.

Employees on duty or in uniform are prohibited from participating in the following partisan or

nonpartisan political activities:

assuming active roles in the management, organization, or financial activities of political

clubs, campaigns, or parties; soliciting votes in support of, or in opposition to, any candidates;

serving as delegates to a political party convention;

endorsing or opposing a candidate for public office in a political advertisement, broadcast, or

campaign literature;

initiating or circulating a petition;

organizing, selling tickets to, or actively participating in a fund-raising function for a political

party or candidate;

addressing political gatherings in support of, or in opposition to, a candidate;

1046 POSSESSION AND USE OF DRUGS

Employees shall not possess or use any controlled substances, narcotics, or hallucinogens

except when lawfully prescribed in the treatment of the employee.

1047 PROCESSING PROPERTY & EVIDENCE

The department will make every reasonable effort to recover lost or stolen property, to identify its owners, and to ensure its prompt return. Property or evidence, which has been discovered,

gathered, or received in connection with Departmental responsibilities, will be processed in accordance with established Departmental procedures. Employees shall not convert to their own

use, manufacture, conceal, falsify, destroy, remove, tamper with, or withhold any property or

evidence in connection with an investigation or other police action, except in accordance with established Departmental procedures. Employees shall not have any claim to any found property

or property turned into them during the course of their employment, including any property held as evidence. Employees shall not destroy evidence unless ordered to do so by their commanding

officer or a court having jurisdiction.

1048 PROFESSIONAL STANDARD OF SERVICE

The department cannot be aware of each circumstance in the city where police action or

assistance may be required. A person calling for police assistance expects, as a matter of right, to be provided with a service. As a practical matter, the extent of the service may necessarily be

limited but, regardless of its extent, a professional quality of service must be rendered in all cases.

1049 PROHIBITED WEAPONS

Employees shall not possess, carry, or use any weapon prohibited by law or Departmental

procedures.

1050 PUBLICATION OF ARTICLES

Employees shall obtain permission from the Chief of Police to publish articles as official

representatives of the Police Department.

1051 RACIAL, RELIGIOUS, AND ETHNIC VIOLENCE

It shall be the policy of the Lakewood Police Department to bring all necessary resources into quick action following any and all reported or observed incidents of racial, religious, or ethnic

hatred. There is to be special emphasis placed on victim assistance and community cooperation in order to reduce victim/community trauma or fear. It must be remembered that the actions

taken by this agency in dealing with incidents of racial, religious, and ethnic bias are visible signs

of concern and commitment to the community on the part of the City of Lakewood and its police department.

A racially, ethnically, or religiously targeted incident is an act or a threatened or attempted act by

any person or group of persons against the person or property of another individual or group that may in any way constitute an expression of racial, ethnic, or religious hostility. This includes

threatening telephone calls, hate mail, physical assault, criminal mischief, cross burning or destruction of other religious symbols, and firebombing. This list is not all-inclusive. Some

incidents may not clearly fit a specific definition. In those cases, a common-sense approach must

be used. If an incident appears to be motivated by racial, religious or ethnic bias it shall be investigated as such. Verification can be made during the investigation. Single incidents such as

criminal mischief or threats may initially appear as less serious when viewed in the larger context of all crime. Reports shall be reviewed for patterns of incidents occurring at either the same

location or directed at a particular individual or group. Very often what may begin as a minor incident escalates into a more serious crime.

1052 REFUSAL TO WORK

Employees shall not participate in any strike, or engage in any work stoppage, or slowdown. This department will seek the dismissal of any employee who plans or engages in any strike,

work stoppage, or slowdown.

1053 REPORTING FOR DUTY

Employees shall report for duty at the time and place required by assignment or orders and shall be physically and mentally fit to perform their duties. They shall be properly equipped and

cognizant of information required for the proper performance of duty so that they may

immediately assume their duties. Judicial subpoenas, notices to appear on civil infractions, and administrative notices shall constitute an order to report for duty under this section.

1054 RESPONSE TO CALLS OR CIRCUMSTANCES

Employees shall respond without delay to calls for police service unless otherwise directed by

proper authority. Emergency calls for service shall take precedence. However, all dispatched calls shall be answered as soon as possible consistent with departmental procedures. If officers need

to temporarily go out-of-service on a detail or otherwise be unavailable for calls, they shall notify their immediate supervisor and request permission for such details.

1055 SLEEPING ON DUTY

Employees shall remain awake while on duty. If unable to do so, they shall report to a supervisor, who shall determine the proper course of action.

1056 STATUS CHANGES

Employees shall report changes in address or telephone number within twenty-four (24) hours

after making any such changes, by submitting such information in writing, on department approved forms. Employees shall, at all times, maintain a working telephone service by which

they may be contacted by the department. The Notice of Status Change shall be completed by

the employee via the JDEdwards system. The Communications Section shall be responsible for

maintaining the employee emergency notification file. 1057 SUPERVISORY CONCERN FOR EMPLOYEES

An interest in employees and their welfare is a responsibility of command, which may extend

beyond morale problems and their effect upon an individual's performance. It includes a concern

for the personal problems, desires, and interests of employees and positive assistance in resolving those problems or in achieving their goals.

1058 SUPERVISORY NOTIFICATION

Any employee who, in an off-duty capacity, is arrested or charged for a criminal offense or class

I or class II misdemeanor traffic violation or any comparable out-of-state violation, shall notify his or her supervisor or an on-duty supervisor/commander without delay. The loss or suspension of

an employee’s driver’s license shall be reported to the employee’s supervisor.

1059 TREATMENT OF PERSONS IN CUSTODY

Employees shall not mistreat persons who are in their custody. Employees shall handle such persons in accordance with law and Departmental procedures.

1060 TRUTHFULNESS

Upon the order of the Chief of Police/designee or a supervisor, employees shall truthfully answer all questions specifically directed and narrowly related to the scope of employment and

operations of the Department, which may be asked of them. Employees shall not willfully or knowingly make an untruthful statement, verbally or written, or knowingly omit pertinent

information pertaining to his/her official duty with the Lakewood Police Department. Employees

shall not willfully or knowingly make an untruthful statement or knowingly omit pertinent information in the presence of any supervisor, intended for the information of any supervisor, or

before any court or hearing.

1061 UNAUTHORIZED USE OF DEPARTMENT LETTERHEADS

Employees shall not use police department letterheads except for authorized departmental correspondence.

1062 UNIFORM WEARING

Employees shall wear their appropriate uniform when on-duty, and may wear it when commuting

to and from work, when participating in an authorized departmental function, or when working authorized special duty employment in a police capacity. The intent of this regulation is to

prohibit employees or others from wearing departmental uniforms in other than approved

capacity.

1063 UNSATISFACTORY PERFORMANCE

Employees shall maintain sufficient competency to properly perform their duties and

responsibilities. Employees shall perform their duties in a manner, which will maintain high

standards of efficiency. Unsatisfactory performance may be demonstrated by a lack of knowledge of the application of laws required to be enforced; a lack of knowledge regarding Departmental

policy, procedures or application thereof; the unwillingness or inability to perform assigned tasks; the failure to conform to work standards established for the employee’s rank; the failure to take

appropriate action on the occasion of a crime, disorder, or other condition deserving police attention; or absence without leave. In addition to other indications of unsatisfactory

performance, the following will be considered prima facie evidence of unsatisfactory

performance: repeated poor evaluations or a written record of repeated infractions of rules, regulations, procedures, directives, or orders of the Department.

1064 USE OF DEPARTMENT EQUIPMENT

Employees shall utilize Department equipment only for its intended purpose and in

accordance with established Departmental procedures and training, and shall not abuse, or negligently damage or lose Department equipment. All Department equipment issued to

employees shall be maintained in proper order. Employees shall report to their supervisor any defect or hazardous condition in Departmental equipment.

1065 USE OF WEAPONS

Sworn employees shall not use or handle weapons in a careless or imprudent manner. Sworn

employees shall use weapons in accordance with law and Departmental procedures.

1066 VIOLATIONS OF RULES

Employees shall not commit any acts or omit any acts, which constitute a violation of any of the rules, regulations, directives, orders, or policies of the Department, whether stated in this Code

of Conduct or elsewhere. Ignorance of the rules, regulations, directives, orders, or policies shall

not be considered a justification for any such violations.

1067 OATH OF OFFICE

B. Procedure

Police Agents shall take and subscribe an oath to support the Constitution and Laws of

the State, the Constitution of the United States, the ordinances of the City, and to faithfully perform the duties of a police agent with the City of Lakewood, in accordance

to municipal ordinance 2.08.060.

1068 DISCRETION

A. Policy

Sworn employees, of necessity, exercise professional discretion in deciding whether or not to

arrest citizens for violations of the law. Other specific laws, department

policies, or orders of a supervisor may further limit agent’s discretion and direct whether or not to effect an arrest.

B. Procedure

1. In general, agents, using sound professional judgment, may take the

following factors into consideration when deciding whether or not to arrest a citizen:

a. The seriousness and nature of the offense (generally, the more serious the

offense, the more likely arrest is the preferred course of action);

b. The potential that arrest will effectively aid in the resolution of a conflict;

c. The availability of legal alternatives to arrest that would adequately resolve

the conflict or problem;

d. The likelihood that the citizen will be deterred from future violations by warning and education;

e. The officer’s belief that the citizen made an honest mistake in violation of the law;

f. The victim-witness’s interest in prosecution;

g. The likelihood of formal prosecution of the offense;

h. The potential that arrest will create more serious breaches of the peace or other problems (e.g., inciting riot);

i. Legitimate competing priorities for police resources; and,

j. The agent’s belief that the arrest will protect members of the community and/or the citizen.

2. The following factors are among those that are improper for a police agent to

consider in deciding whether or not to make an arrest:

a. The citizen’s economic status, race, ethnicity, gender, or other status for

which the law prohibits legal discrimination;

b. The revenue likely to be generated by fines or penalties imposed upon

conviction;

c. The personal or professional relationship that the citizen has with the police officer or with other influential citizens; and,

d. The personal advantage to the officer for processing or avoiding processing of

the arrest (e.g. overtime compensation, desire).

3. Non-sworn employees with the authority to enforce municipal ordinances and issue citations are bound by these guidelines in carrying out their official duties.

1069 SOCIAL MEDIA/ NETWORKING POLICY

A. Policy

1. The purpose of this policy is to describe the manner in which the Department may

authorize such use and to set forth the rules and limitations that govern such use. This

policy also sets forth the extent to which an employee’s personal use of social media may bring that personal use within the purview of City/ Department policies.

2. Definitions.

Business-related: A department employee’s use of their City e-mail address, position title, or official capacity or any department employee’s personal use of social media that

relates to a bona fide occupational requirement that is reasonably and rationally related to the employee’s official duties or affiliation with the City, or that may create a conflict

of interest or the appearance of such a conflict of interest.

Social Media: For purposes of this policy, social media/ social networking sites includes

the broad and emerging array of personal and professional websites, blogs, chat rooms, and bulletin boards; social networks such as Facebook, LinkedIn, Twitter, and MySpace;

video-sharing sites such as You Tube; wiki postings, diaries or personal newsletters, and email. Examples of Internet based social networking sites include: blogs, networking

sites, photo sharing, video sharing, micro-blogging, and podcasts. The department

acknowledges that this type of technology changes rapidly, and therefore this list is intended to be illustrative rather than comprehensive, and this definition should in no

way be construed to limit the applicability of this policy.

B. Procedure

1. While accessing and communicating on any social media site located on the Internet,

regardless if it is done while conducting official, work-related business or done for personal use, employees shall conduct themselves in a manner that is consistent with the

Code of Conduct and shall not engage in any activity or present themselves in such a manner that would be detrimental to the proper functioning of the Department or the

City, that would impede the proper performance of work as assigned, or that would bring

the professionalism of department personnel into disrepute.

2. Social Media Use in General

a. Speech Pursuant to Official Duties. As public employees, department personnel are cautioned that speech on- or off-duty, made pursuant to their

official duties – that is, that owes its existence to the employee’s professional duties and responsibilities – is not protected speech under the First Amendment

and may form the basis for discipline if deemed detrimental to the department.

Department personnel should assume that their speech and related activity on social media sites will reflect upon their office and this department.

b. No Expectation of Privacy. The City may monitor all business-related employee

use of social media, as well as any non-business related use that occurs on City

work time or using City resources. The City may also monitor content posted by a City employee in furtherance of his or her job duties and edit, rectify, or

remove any content that it deems, at its sole discretion, to violate any law, regulation, City or department policy, or that is otherwise inappropriate.

Therefore, department personnel should expect that any information created, transmitted, downloaded, exchanged, or discussed in a public online forum may

be accessed by the department at any time without prior notice, and should have

no expectation of privacy in such content or information.

c. Applicability of Other City Policies. All other City and department policies apply in the social media context.

d. Confidentiality. Department personnel shall not post, transmit, or otherwise divulge any information that is confidential or law enforcement sensitive that is

gained by reason of their employment. Employees are prohibited from disclosing or posting information or details concerning the following without the written

permission from the Chief of Police or designee:

i. Criminal or traffic investigations;

ii. Calls for service, traffic stops, or other contacts with citizens; iii. Crime scene images or recordings;

iv. Evidence; v. Internal affairs investigations;

vi. Personnel issues, including disciplinary actions; and

vii.Pending litigation.

e. Undercover Operations. Officers who work or who may reasonably be expected to work in undercover operations shall not post any form of visual or

personal identification.

f. Precautions. Engaging in conduct prohibited by this policy may provide

grounds for undermining or impeaching an officer’s testimony in judicial proceedings.

3. Professional Use.

a. Creation and Termination of Social Media Accounts. Employees may not participate in social media or establish any social media accounts in their capacity

as a department employee unless authorized to do so by their supervisor. All authorized accounts are the property of the department; therefore, those

employees authorized to participate in social media must provide their supervisor

with all information required to access and post on authorized sites, such as user names, passwords, and the like. All authorized social media accounts shall only

be accessed from City computers and shall not be accessed from a personal computer.

All employees authorized to participate in social media on behalf of the department are subject to this policy. Employees may not use social media for

purposes beyond that authorized by their supervisor or for their own personal purposes. Employees who exceed their authorization or who violate this Policy

may have their social media privileges revoked and may be subject to discipline.

The department may at any time and in its sole discretion terminate any social media account established pursuant to this policy.

Employees are required to read and understand the Terms of Service and any

other policies established by social media websites. Employees are expected to stay current regarding any changes to these terms and policies and to notify

their supervisor of any substantive changes.

b. Open Records. Professional participation in social media by department

personnel may be open to the public in accordance with the Colorado Open Records Law, and employees do not have an expectation of privacy concerning

their participation. Employees should not use a City e-mail address to register

for personal social media, as everything connected to that e-mail address could be considered a public record.

c. Personal Use of Social Media Not Permitted On City Time or Resources.

Department personnel may not use City resources or work time to sign up for or access personal social media accounts. Department personnel may only access

social networking sites for official business purposes, such as for conducting

investigations.

4. Personal Use.

a. Impact upon Department. Department personnel are free to express

themselves as private citizens on a social media sites to the degree that their speech does not impair working relationships of this department for which loyalty

and confidentiality are important, impede the performance of duties, impair discipline and harmony among coworkers, or negatively affect the public

perception of the department.

b. Identification as Department Employee. For safety and security reasons,

department personnel are discouraged from disclosing their employment with this department and are prohibited from posting information pertaining to any

other member of the department without their permission. While not specifically prohibited, department personnel are discouraged from doing the following:

i. Displaying department logos, uniforms, or similar identifying items on personal web pages.

ii. Posting personal photographs or provide similar means of personal

recognition that may cause them to be identified as a police officer of this

department.

c. Code of Conduct Applies. When using social media, department personnel should be mindful that their speech becomes part of the worldwide electronic

domain. Therefore, adherence to the department’s Code of Conduct is required

in the personal use of social media. In particular, department personnel are prohibited from the following:

i. Speech containing obscene or sexually explicit language, images, or acts and

statements or other forms of speech that ridicule, malign, disparage, or

otherwise express bias against any race, any religion, or any protected class of individuals.

ii. Speech involving themselves or other department personnel reflecting

behavior that would reasonably be considered reckless or irresponsible.

iii. Speech about coworkers, supervisors or the City that are vulgar, obscene,

threatening, intimidating, harassing, or a violation of the City’s workplace policies against discrimination, harassment, or hostility on account of any protected class,

status, or characteristic.

iv. Speeches or endorsements or publish materials that could reasonably be

considered to represent the views or position of the department without express authorization.

This prohibition shall not be applied to deny an employee’s First Amendment

rights.

d. Privacy Settings. Department personnel should be aware that privacy settings and

social media sites are constantly in flux, and they should never assume that personal information posted on such sites is protected.